3 Steps To Optimize Your Summer Hiring Strategy

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Summer is in full swing, which means hiring for the season is on the rise. In fact, 38 percent of employers were set to finish their summer hiring by May. While you may have started strong, as the season ramps up, there may be need to look for additional staff. Recent studies indicate that two million Americans quit their jobs every month, making it vital to have a hiring strategy that extends beyond May.

Now is the time to create a great summer hiring strategy in order to find the best employees — those that will great performers now, and perhaps in the future. To do so, check out these steps to optimize your summer hiring strategy:

Understand your target

What kind of employees are you looking for? Part-time, contractors, freelancers, or temporary workers are all reasonable options when it comes to summer hiring, particularly if there is an end date involved. While these workers are all part of the flexible job market, a market that is growing rapidly, you have to understand your target in order to hire them well.

For example, many freelancers have multiple jobs. Temporary workers may have a stricter schedule than others. Part-time workers may be able to start at a moment’s notice, while contractors may need something more concrete. It all depends on who you want on your team; the rest will unfold based on the target.

It’s extremely important to clearly define what sorts of workers you’re looking for for legal reasons. For instance, a part-timer worker versus a contractor are two different things in the eyes of the IRS. This can help to avoid any sort of issues in the future, should they arise.

Utilize alternative hiring methods

You may have tried more traditional hiring methods in the past to fill summer jobs. However, in order to seek out the best talent, you should utilize alternative hiring methods. For instance, major job boards typically house full-time positions. If this isn’t what you’re looking for, you won’t have much luck through a job board or through other methods that don’t consider a broader spectrum of workers.

Instead, utilize hiring methods which will cater to your desired workforce. Bulletin boards, word-of-mouth, job fairs, and flexible job sites are all great ways to reach summer workers. In fact, methods like referrals are still noted as some of the best ways to find candidates. So, it’s important for businesses to use these methods in order to reach a broader range of local candidates. Plus, you are immediately given more options that will work for your organization, instead of potential employees who may be expecting more out of their summer jobs.

Provide growth opportunities

Let’s say you anticipate a very successful summer, with ample opportunities for growth once the the season is over. Instead of letting your seasonal workers go, let them know that their summer jobs could turn into something more permanent. This provides an incentive to perform well throughout the temporary position in hopes of staying on board once summer ends.

Conversely, let’s say you created a great relationship with your workforce, but don’t have the means to take them on after the summer. Helping them to find other work, referencing them to similar opportunities, or just pointing them in the right direction are all ways you can help them past their tenure. You still have a role in their professional future, even if you aren’t their boss anymore.

So, when you’re looking for employees over the next few months, make sure to optimize your summer hiring strategy by understanding your target, using alternative hiring methods, and by providing growth opportunities. When you do so, the right employees will be steered in your direction.

What do you think? What are some other ways to optimize your hiring strategy?

Lynn Dixon is the co-founder and COO of Hourly.com, an employment network that quickly matches people who are interested in flexible positions with the right opportunities. Connect with Lynn and Hourly on Facebook, Twitter, and LinkedIn.